Human Resources Business Partner

At Inoapps, a leading Oracle consulting and services organization, the HR Business Partner (HRBP) plays a key role in supporting our growing U.S. operations. Based in Houston, TX, this role partners closely with managers and employees across the country to provide practical, people-focused HR support that aligns with our fast-paced, client-driven environment. This is an excellent opportunity for an HR professional with 3–5 years of experience who is ready to take on a strategic yet hands-on role within a dynamic and collaborative business.

The HRBP serves as a trusted advisor to regional leaders, working to ensure that HR solutions are aligned with both business goals and our commitment to employee experience. With team members spread across multiple states, the HRBP must be comfortable navigating the nuances of multi-state employment practices while maintaining consistency in employee engagement, performance support, and development opportunities. Whether it's supporting project resourcing, managing employee relations, or contributing to onboarding and retention strategies, this role is about making sure our people—and, by extension, our Oracle delivery teams—are set up for success.

This role also collaborates with our global HR teams and Centers of Excellence to help implement scalable people programs that reflect Inoapps’ culture and values. From performance enablement to workforce planning, the HRBP will bring a proactive mindset and a strong foundation in core HR practices, along with a willingness to grow and adapt with the business. With Inoapps continuing to expand its U.S. footprint, this is a chance to help shape the future of our workforce while building your own HR expertise in a supportive, tech-focused environment.

• Act as a strategic HR partner, delivering tailored, business-aligned HR solutions that support Inoapps’ operational and growth objectives.
• Manage a range of employee relations matters, including absence management, disciplinary actions, grievances, and sickness cases, ensuring fair and consistent resolution in line with company policy and employment law.
• Drive employee engagement by monitoring satisfaction levels, analyzing feedback, and identifying actionable opportunities to enhance workplace culture and retention.
• Support performance management by coaching managers on processes and issues, and contributing to the design and implementation of performance frameworks that scale with business growth.
• Oversee the full employee lifecycle, including onboarding and offboarding, while providing guidance on complex employee matters to HR colleagues.
• Review and validate monthly payroll to ensure accuracy, resolving most issues prior to final approval by the SVP of HR.
• Provide guidance on employee rewards and benefits, helping employees navigate offerings while supporting the ongoing development of competitive benefits packages aligned with company expansion.
• Collaborate on the development, implementation, and regular review of People policies and procedures, ensuring compliance with current legislation and keeping managers informed of updates.
• Serve as a trusted advisor to line managers, offering coaching and support on a broad range of people-related matters.
• Manage complex HR issues, such as escalated disciplinary or grievance cases, demonstrating sound judgment and knowledge of HR best practices and company policies.
• Support the enhancement and effective use of Oracle HCM (iPulse), contributing to continuous improvement initiatives within the system.
• Produce regular and ad-hoc HR reports, ensuring accuracy and providing insights that support strategic decision-making in collaboration with the SVP of HR.
• Contribute to HR projects and strategic initiatives, including workforce planning, organizational development, and change management activities.
• Balance daily HR responsibilities with longer-term projects, effectively managing time and shifting priorities as needed.
• Participate in company-provided training to maintain up-to-date knowledge and ensure continued professional development.

While the Global HR Coordination function will execute the following tasks, ultimate accountability rests with the U.S.-based HR Business Partner to ensure full compliance with Federal and State employment laws, as well as alignment with Inoapps’ internal processes. The HRBP must have a thorough, end-to-end understanding of each process and be prepared to assume responsibility in the absence of Global HR team members.

• Employee Onboarding – Oversee the full onboarding process, including issuing offer letters and employment contracts, coordinating background checks, tracking progress, managing onboarding tasks, and serving as the primary liaison for new hires. This also includes handling any ad hoc administrative tasks related to new starters.
• Payroll – Coordinate the monthly payroll process by working closely with third-party payroll providers, ensuring data accuracy, resolving issues, and responding to payroll-related queries from employees and managers.
• Employee Offboarding – Manage the offboarding process, including all administrative elements such as final documentation, coordination with relevant departments, and communication with departing employees and their managers to ensure a smooth and compliant exit.

Education:

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field is typically required.
• A Master’s degree in HR or an MBA with a concentration in Human Resources is a plus but not mandatory.

Professional Certifications (preferred but not required):

• SHRM-CP (Society for Human Resource Management – Certified Professional)
• PHR (Professional in Human Resources, offered by HRCI)

Experience:

• 3–5 years of progressive HR experience, ideally in a consulting, professional services, or technology-driven business.
• Demonstrated experience supporting multi-state employees, including familiarity with varying state-level labor laws.
• Experience supporting remote or distributed teams is highly valuable.

Technical & HRIS Skills:

• Proficiency in HR systems such as Oracle HCM, Workday, ADP, or similar platforms.
• Solid working knowledge of Microsoft Office, especially Excel and PowerPoint for reporting and presentations.
• Experience with ATS and performance management systems is helpful.

Soft Skills:

• Strong interpersonal and communication skills.
• Ability to build trust with employees and managers across functions and geographies.
• Problem-solving orientation and comfort in fast-paced, evolving environments.